There’s always more pie. I work at Cisco. Recently, several… | by Trip Carroll | Apr, 2025

I work in Cisco. Recently, several business groups have been merged into a major organization, which is basically renewing team support. With this kind of large shifts, uncertainty is inevitable. Preferences can change, change roles, and long -term projects can be re -evaluated or abandoned.

I’m starting to feel a bit uncomfortable …

What if the work I have done is reduced to the champion? What if the relationships I have made is no longer the same weight? What if I have to start?

What if there is not enough pie?

How big is the pie? How much is it to go there? Just some pieces? Can each piece be a piece? Or are there just a handful of seals that some people can participate?

I know I discussed some of these ideas in my last articleBut I think it’s a mentality problem. In his book, MindfulnessCarol Dock describes two different mind -making that people may have:

A fixed mindset In which the hereditary properties of a person like intelligence and skills are kept in the stone. In my case, I feel like my abilities and this change is challenging my team’s role. If my job is no longer the same compatibility, does that mean that I don’t even do? If priorities change, will I struggle for adaptation? This mentality connects my value to the stability of my character, which makes any disruption feel like personal failure rather than a natural evolution of work and opportunity.

Or, or The mentality of development In which a person’s qualities can be changed and cultivated through efforts, learning and experiences. In this mindset, my value is not linked to a particular role or plan, but is linked to my ability to develop, adapt and contribute to new ways. Instead of being afraid of change, I can see it as an invitation to expand my skill set, build fresh relationships and discover new ways to create effects. If my previous job is not so relevant now, that doesn’t mean I am obsolete – it means I have the opportunity to find new problems, and to help create new problems and to create things that come after.

And, if I am able to challenge my fixed mindset, I am confident that it will lead to further pie. Not only for me, but for everyone around me.

Because we can always make more pie!

This organizational change is not a zero game. This is not about fighting the last few pieces. It is about to understand that with new people, new challenges and new ideas, we are making a completely new pie. Big different is probably even better than ever.

Instead of seeing change as a loss, I want to see it as an opportunity. An opportunity to learn, promote new skills, and use new levels of influence. The opportunity to push myself, build relationships and contribute to the methods I had never had before.

There are always new, interesting problems that need to be solved. Change causes problems, problems bring opportunities, and opportunities bring us delicious!

I want to be. And, unless you are complete psychopathy, I know you want to be too!

I had an art instructor in Grade School, Marshal Arsen. It was a human gatpan, dividing mystical stories and incredible wisdom among the cigarettes. One thing I think about Almost on a daily basis was something he said about Anna.

“When you are making art, you need to throw your ego. Many of it, and you may be so scared of failure that you have never marked the canvas. Or, you can immediately love your paint stroke and never put anyone else on the canvas.”

Anna is the killer of work. It forces you to focus on yourself and disrupts your ability to make art, so as to focus on problems and opportunities in front of you.

In the way of doing a lot of work and a lot of pie, there are some things I am trying to keep in mind.

Cultivate development mentality in my internal monopoly

I am paying close attention to my thoughts about these changes. Am I disqualifying myself or others? Am assuming that the negative consequences are inevitable, as the pie is ending and it will not be enough to go around?

I need to challenge these fixed minds and turn them into a more productive thing. Instead of thinking, “I’m not good in this new system,” I can tell myself, “this is a new system challenging, but I can learn it with effort and practice.” Instead of seeing change as a threat, I can see it more – new skills, new relationships, and new ways to cook new ways. To move my internal monopoly from the decision to growth is a key part of maintaining the right mentality through this transition.

Embrace challenges as development opportunities

I want to achieve the challenges. Instead of seeing this organizational change as a threat that can expose my limits, I am choosing to see it as an opportunity – learning new skills, adapting to different situations and increasing what they are capable of. When this change faces a new role or responsibility because of this change, I want to approach it with curiosity and belief that I can promote the necessary skills.

I keep reminding myself: “The passion for pulling and sticking yourself, even (or especially) when it is not recovering, is a sign of development.” In other words, if I want more, I have to roll my sleeves and help you cook.

The value of value as the path of skill

In a fixed mindset, I can see the effort as an indicator that I am not good enough – that if I was really talented, I don’t need to work so hard. But Nim’s mindset rejects skills as a key component for skill. With all the changes, I know that I will need extra effort to learn a new process, to visit the shift structure and to rebuild the relationship. Instead of intimidating this effort, I want to embrace it, knowing that this is part of my own evolution.

As Duke has said, “Efforts are the one that provokes this ability and turns it into success.”

Learn from beating and opinions

When it comes to major organizational changes, mistakes and shocks are inevitable. My fixed mentality wants to take them as a sign that I am not so good – that maybe I was just succeeding because the situation was familiar. But I know this is not true. The mindset of development reminds me that there are valuable experiences to learn, not evidence of insufficient. Instead of watching the burned pie and assuming that I will never re -make anyone, I need to take feedback, adjust my point of view and try again. People with development continue to work on the challenges, improve their skills, and eventually make a better pie. And exactly what I want to do.

Focus on learning and improvement, not only prove yourself

During the time of change, I catch myself in a fixed mindset, feels that I have to prove my value to maintain my status. But I know it’s a net. The development mentality is not about to prove – it is about to improve. Instead of turning around to defend my past work, I need to focus on learning new skills, adopting a new organization and finding fresh ways to contribute. The shift of this mentality does not just make me more effective – it also calms the anxiety that comes from the feeling of permanent testing.

As Duke has said, success is not about sticking to past achievements. It is about pulling yourself, learning something new and growing. And if we do it, we will not get just a piece of pie – we will help make it even bigger.